scholarly journals Development Work in Healthcare: What Supportive and Deterrent Factors Do Employees Working in a Hospital Department Experience in an Improved Work Environment?

2021 ◽  
Vol 18 (16) ◽  
pp. 8394
Author(s):  
Susanna Perä ◽  
Therese Hellman ◽  
Fredrik Molin ◽  
Magnus Svartengren
Keyword(s):  
Work Environment ◽  
Organizational Development ◽  
Local Development ◽  
Development Work ◽  
Successful Implementation ◽  
Structured Interviews ◽  
Change Initiatives ◽  
Hospital Department ◽  
Work Related ◽  
Workplace Conditions

Work-related mental health issues, accounting for high worker absenteeism in the world’s developed economies, are increasing, with the main cause being workplace conditions. The health services sector is especially experiencing great problems with this, because of challenging psychosocial working conditions. The aim of this study was to explore employees’ experiences of development work with a focus on the work environment within a hospital department with an outspoken special development assignment. The special assignment was decided by the highest management at the hospital and concerned work environment, caring processes, and ways of organizing the work. Eleven employees completed two individually semi-structured interviews, approximately 7 and 13 months after the start of the special assignment at the department. Interviews were analyzed using thematic analysis. The results reveal that both internal and external aspects influence the development work and highlight the importance of viewing the local development work in relation to how the rest of the organization functions. Important factors and conditions for a supportive and change-friendly work culture are discussed, as well as the need to plan for integration and change to create conditions for successful implementation of the results from organizational development and change initiatives.

Leadership and Strategic Planning

2019 ◽  
Author(s):  
Robin Detterman ◽  
Jenny Ventura ◽  
Lihi Rosenthal ◽  
Ken Berrick
Keyword(s):  
Organizational Development ◽  
Developmental Stages ◽  
Second Order ◽  
Successful Implementation ◽  
Change Initiatives ◽  
Sustaining Change ◽  
Complex Change ◽  
Order Change ◽  
Principles Of Practice ◽  
Second Order Change

Researchers within the field of organizational development have made a concerted effort to distinguish between two types of change organizations experience: first-order change, in which individual parameters shift but the system itself stays firmly in its place, and second-order change, in which the system itself undergoes meaningful transformation (Watzlawick, Weakland, & Fisch, 1974). The unconditional education (UE) approach shares the four common features of complex, or second-order, change: …change that involves multiple processes and tools being introduced to multifaceted human service systems, thereby requiring a certain level of trial and error to determine how the intervention best “fits” within each adoptive organization; change that involves a shift in stakeholders’ work roles and responsibilities, including how individuals coordinate and communicate; change that introduces new skills and knowledge; and change that requires a fundamental paradigm shift that may conflict with prevailing values and norms, including shifts in how participants are supposed understand and think about their work (Bryk, 2016; Waters & Grubb, 2004). … Acknowledging the complexity that exists in change initiatives is often the first step in understanding how to promote their successful implementation (Bryk, 2016; Waters & Grubb, 2004). Chapters 5, 6, and 7 have introduced the framework behind the UE model and its core principles of practice. This chapter will explore some of the essential strategies that promote successful implementation within a wide range of school and district settings, including (1) the role of leadership in initiating complex change, (2) the common developmental stages that begin UE transformation, and (3) the financial drivers capable of sustaining change over time. Initiating a complex change process requires an intentional approach. Successful implementation of UE hinges on the ability of leaders to inspire a unified vision across all stakeholders while simultaneously connecting this vision to concrete actions that create a clear path forward. Rather than assuming an overwhelmingly positive response, successful UE leaders anticipate skepticism and resistance. They celebrate early adopters, but also make plans to ensure the voices of dissenters are included in decision-making.

Work, Stress, Coping, and Stress Management

2017 ◽  
Author(s):  
Sharon Glazer ◽  
Cong Liu
Keyword(s):  
Work Environment ◽  
Stress Management ◽  
Organizational Development ◽  
Work Stress ◽  
Diabetes Management ◽  
Job Stressors ◽  
Internal Resources ◽  
Work Related ◽  
Management Interventions

Work stress refers to the process of job stressors, or stimuli in the workplace, leading to strains, or negative responses or reactions. Organizational development refers to a process in which problems or opportunities in the work environment are identified, plans are made to remediate or capitalize on the stimuli, action is taken, and subsequently the results of the plans and actions are evaluated. When organizational development strategies are used to assess work stress in the workplace, the actions employed are various stress management interventions. Two key factors tying work stress and organizational development are the role of the person and the role of the environment. In order to cope with work-related stressors and manage strains, organizations must be able to identify and differentiate between factors in the environment that are potential sources of stressors and how individuals perceive those factors. Primary stress management interventions focus on preventing stressors from even presenting, such as by clearly articulating workers’ roles and providing necessary resources for employees to perform their job. Secondary stress management interventions focus on a person’s appraisal of job stressors as a threat or challenge, and the person’s ability to cope with the stressors (presuming sufficient internal resources, such as a sense of meaningfulness in life, or external resources, such as social support from a supervisor). When coping is not successful, strains may develop. Tertiary stress management interventions attempt to remediate strains, by addressing the consequence itself (e.g., diabetes management) and/or the source of the strain (e.g., reducing workload). The person and/or the organization may be the targets of the intervention. The ultimate goal of stress management interventions is to minimize problems in the work environment, intensify aspects of the work environment that create a sense of a quality work context, enable people to cope with stressors that might arise, and provide tools for employees and organizations to manage strains that might develop despite all best efforts to create a healthy workplace.

scholarly journals Social Solidarity Economy and Village-centric Development in North-West Cameroon

2021 ◽  
pp. 251660262110154
Author(s):  
Charles Fonchingong Che ◽  
Marcellus Mbah
Keyword(s):  
Community Development ◽  
Local Development ◽  
Social Economy ◽  
Sub Saharan Africa ◽  
Community Relations ◽  
Social Solidarity ◽  
Structured Interviews ◽  
Solidarity Economy ◽  
North West ◽  
Secondary Sources

Amidst shrinking budgets for community development in most of sub-Saharan Africa, the social solidarity economy is touted as a model in local development. This article situates solidarity initiatives and capability-focused outcomes that deliver enhanced livelihoods, social security and community development. The conceptual framing of social theory, social capital and social economy informs this case study with focus on the Ndong Awing Cultural and Development Association, North-West region, Cameroon. The analysis of semi-structured interviews and secondary sources suggests that solidarity networks such as njangis, cooperatives, quarter development unions and diaspora networks promote village-centric development. These overlapping networks generate scarce financial and human resources–essential packages for livelihoods and welfare. Emerging state policy is yet to calibrate these mechanisms of ground-up, mutual development drives. Galvanising these solidarity assets require meaningful co-productionand revamped state−community relations. This article offers a paradigm shift in how village groups mobilise income, capital and financing of village projects, nurtured through human development and agency.

scholarly journals OP0317-PARE THE CONTEMPORARY WORK-RELATED BURDEN OF DISEASE FOR PEOPLE WITH RHEUMATIC DISEASES IN GREECE

2021 ◽  
Vol 80 (Suppl 1) ◽  
pp. 193.1-194
Author(s):  
K. Koutsogianni ◽  
F. Asimakopoulou ◽  
E. Repa ◽  
I. Papadakis ◽  
M. Chatziioannou ◽  
...  
Keyword(s):  
Work Environment ◽  
Working Conditions ◽  
Rheumatic Diseases ◽  
Burden Of Disease ◽  
Work Life ◽  
Work Setting ◽  
Work Related ◽  
Flexible Schedule ◽  
Financial Income ◽  
State Pension

Background:EULAR recommendations emphasize the importance of suitable working conditions for people with Rheumatic diseases (RD). Thus, opportunities and choices at work need to be increased for people with rheumatic diseases. Conversely, the COVID-19 pandemic has challenged the working population and particularly those with chronic conditions, such as those with RD. However, there is still a lack of reliable data.Objectives:To depict contemporary real-life data regarding the work-related burden of disease among Greek patients with RD. To develop a White Paper with proposals to the State in order to facilitate people with rheumatic diseases to rejoin or be retained in the work force.Methods:A 24-item quantitative questionnaire was uploaded in the website and social media of REUMAZEIN to capture patients’ responses in respect to work life. The questionnaire was online accessible for a 45-day period (15/8-30/9/2020).Results:The responses of 503 adult people with RD (M/F/NA 94/408/1), were available for analysis. Their age was stratified in decades (18-20 0.6%,21-30 5.99%, 31-40 22.36%, 41-50 38.92%, 51-60 22.16% and over 60 9.58%); totally, 83.44% were in the “work-reproductive” period. The predominant RD types were RA 30.3%, SLE 22.8%, AS 20.2% and PsA 20.2%, respectively. Nearly 90% were on medication, namely 40% on biologics, 33% on methotrexate (as a monotherapy or combined therapy), 16.2% on steroids. A minority were either on alternative therapies (2.8%) or off medication (7.5%), respectively. Most of the people were still employed (72.9%) on a full-time schedule (57.7%) and 4.8% on a part-time one, due to their RD. The rest of them (27.1%) were out of work either due to RD (17%) or retirement (1.7%) or for unrelated to the RD reasons (8.4%). The main source of financial income was personal work (52.4%), followed by a family member support (31.1%), while 11% had either a state pension (8%) or a subsidy (3.2%). In respect to the daily house-keeping, half of them (59.3%) had a varying difficulty (mild 36.3%, severe 23%) and 0.8% considered themselves as “unable”. The diagnosis was mostly established (81%) prior to the work onset. Post-diagnosis, RD had not affected their working schedule in 47.2%, 17% continued to work with respective adaptations but 30% had quitted or resigned from their work 1-7 years later. RD was notified to the work environment by 85%. As for a compassionate work management, 46% reported no change, 28% an improved policy but 28% a worse one. The development of relative adaptations in the work setting (as chairs, devices, flexible schedule) were considered as favorite factors easing the work by 85%. 17% reported an employer’s knowledge on RD related working legislation, 43% the contrary and another 38.7% wished for a future employer’s awareness. Most of the participants (58.9%) had no personal information on this field but were eager to get it. The uneventful impact of RD on finding or keeping a job was registered by 77.4% and 66.9%, respectively. During COVID, most of the participants (53%) have not asked for an RD-related leave and only 24.2% chose to telework, a policy that raised mutual satisfaction in 19%. Of note, the working conditions have not mainly been altered (67%) after the end of the 1st quarantine.Conclusion:This study highlighted that although RD predominate in females, women are more willing to participate in such projects (F 90%). The financial income was mainly based on a personal or a family member work reimbursement (83%), while 11% depended on a state pension or subsidy. The majority has notified the RD to their work environment (85%) while another 85% considered as favorite factors easing the work, several adaptations in the work setting such as chairs, devices, flexible schedule etc. Interestingly, 60% of the participants were unaware of the beneficial legal work rights and nearly 70% of them believe that RD is an obstacle for employment or working maintenance. COVID has not dramatically impaired their work life although the use of teleworking should be strengthened.Disclosure of Interests:None declared.

scholarly journals Exploring Local Initiatives to Improve the Work Environment: A Qualitative Survey in Swedish Home Care Practice

2021 ◽  
pp. 108482232098693
Author(s):  
Christofer Rydenfält ◽  
Roger Persson ◽  
Inger Arvidsson ◽  
Charlotte Holgersson ◽  
Gerd Johansson ◽  
...  
Keyword(s):  
Home Care ◽  
Work Environment ◽  
Gender Equality ◽  
Musculoskeletal Disorders ◽  
Work Organization ◽  
The Elderly ◽  
Care Practice ◽  
Change Initiatives ◽  
Increased Risk ◽  
Local Initiatives

Home care for the elderly constitutes a large and growing part of the social welfare system. Though, home care work is associated with a number of work environment-related challenges, including an increased risk for injuries, musculoskeletal disorders, high levels of sick leave and staff turnover, as well as stress and high workload, research is sparse. The present study explores local initiatives to improve the work environment initiated by the home care organizations themselves, and asks whether or not these initiatives affected gender equality. A qualitative web survey was sent to Swedish home care organizations, with open questions about change initiatives intended to have a positive effect on the work environment. There is an impressive amount of local work environment-related change initiatives going on. 80 categories of change initiatives were identified in answers from 178 units. However, these change initiatives were seldom evaluated or made accessible to stakeholders outside the organization. Main themes were concerned with work organization, digitalization, and planning, which largely follows trends in society (ie, digitalization, teamwork), rather than the actual needs identified by research (eg, musculoskeletal disorders). Despite apparent gender-related challenges, little of the work was associated with gender equality. The results indicates that there is a huge learning potential as the identified initiatives can serve as inspiration for others. However, to fully take advantage of these type of initiatives, more systematic evaluations are required.

scholarly journals Professional perspectives on providing recovery-oriented services in Taiwan: a qualitative study

2021 ◽  
Vol 21 (1) ◽  
Author(s):  
Yen-Ching Chang ◽  
Ling-Hui Chang ◽  
Su-Ting Hsu ◽  
Meng-Wen Huang
Keyword(s):  
Mental Health Professionals ◽  
Organizational Support ◽  
Psychiatric Rehabilitation ◽  
Successful Implementation ◽  
Policy Changes ◽  
Structured Interviews ◽  
Team Collaboration ◽  
Self Confidence ◽  
Professional Perspectives ◽  
Implementation Problems

Abstract Background The experiences of professionals in well-established recovery-oriented programs are valuable for professionals in similar practice settings. This study explored professionals’ experiences with providing recovery-oriented services in community psychiatric rehabilitation organizations. Methods Semi-structured interviews were conducted with 14 professionals from five recovery-oriented psychiatric rehabilitation organizations in Taiwan. The interviews were recorded and transcribed verbatim. Thematic analysis was used for the qualitative data analysis. Results The analyses documented three main themes with 13 subthemes. Recovery-oriented service implementation included seven subthemes: Enabling clients to set their own goals and make decisions, using a strengths-based approach, establishing partnerships with clients, improving individuals’ self-acceptance, encouraging community participation, seeking family, peer, and organizational support, and building team collaboration. Problems with implementing recovery-oriented services included limited policy and organizational support, a lack of understanding of recovery among professionals, stigma, clients’ lack of motivation or self-confidence in their own ability to achieve recovery, and passive or overprotective family members. Strategies to resolve implementation problems included policy changes and organizational support, improving the recovery competence and confidence of professionals, and family and public education. Conclusions To date, this is the first known study examining the perspectives of mental health professionals who have experience implementing recovery-oriented services in Asia. The participants identified family collaboration, anti-stigma efforts, and changes in policy and attitudes as critical to successful implementation and delivery of recovery-oriented services.

Changes in commitment to change among leaders in home help services

2015 ◽  
Vol 28 (3) ◽  
pp. 216-227 ◽  
Author(s):  
Kristina Westerberg ◽  
Susanne Tafvelin
Keyword(s):  
Organizational Change ◽  
Structured Interviews ◽  
Change Initiatives ◽  
Commitment To Change ◽  
Content Type ◽  
Team Meetings ◽  
Home Help ◽  
Home Help Services ◽  
One Year ◽  
Over Time

Purpose – The purpose of the this study was to explore the development of commitment to change among leaders in the home help services during organizational change and to study this development in relation to workload and stress. During organizational change initiatives, commitment to change among leaders is important to ensure the implementation of the change. However, little is known of development of commitment of change over time. Design/methodology/approach – The study used a qualitative design with semi-structured interviews with ten leaders by the time an organizational change initiative was launched and follow-up one year later. Thematic content analysis was used to analyze the interviews. Findings – Commitment to change is not static, but seems to develop over time and during organizational change. At the first interview, leaders had a varied pattern reflecting different dimensions of commitment to change. One year later, the differences between leaders’ commitment to change was less obvious. Differences in commitment to change had no apparent relationship with workload or stress. Research limitations/implications – The data were collected from one organization, and the number of participants were small which could affect the results on workload and stress in relation to commitment to change. Practical implications – It is important to support leaders during organizational change initiatives to maintain their commitment. One way to accomplish this is to use management team meetings to monitor how leaders perceive their situation. Originality/value – Qualitative, longitudinal and leader studies on commitment to change are all unusual, and taken together, this study shows new aspects of commitment.

Blended learning: Barriers and drawbacks for English language lecturers at Vietnamese universities

2021 ◽  
pp. 204275302110482
Author(s):  
Thi Nguyet Le ◽  
Bill Allen ◽  
Nicola F Johnson
Keyword(s):  
Blended Learning ◽  
Teaching And Learning ◽  
English Language ◽  
English Language Teaching ◽  
Successful Implementation ◽  
Structured Interviews ◽  
Policy And Practice ◽  
Web Based ◽  
Learning Barriers ◽  
Teaching Time

Although blended learning (BL) has emerged as one of the most dominant delivery modes in higher education in the 21st century, there are notable barriers and drawbacks in using BL for English language teaching and learning in Vietnamese universities. This study reports on research into the use of BL, conducted through semi-structured interviews with 30 English as a Foreign Language (EFL) lecturers from 10 different universities across the two major cities of Vietnam. The findings revealed that EFL lecturers identified eight groups of barriers and four groups of drawbacks to the successful implementation of BL. The most significant barriers included: lack of infrastructure and technology, institutional policies and support; lack of knowledge, experience and investment in using BL; lack of technological competence and information technology (IT) skills and lack of teaching time to employ web-based technologies and online resources in classrooms. Meanwhile, the most crucial drawbacks were: lecturers’ workload, ineffective use of BL, time consumption and demotivation. The authors point to the underlying factors contributing to these barriers and drawbacks and make implications for how some of these can be effectively addressed through constructive changes to policy and practice.

Revisiting presenteeism to broaden its conceptualization: A qualitative study

Work ◽  
2021 ◽  
pp. 1-13
Author(s):  
Mouna Knani ◽  
Pierre-Sébastien Fournier ◽  
Caroline Biron
Keyword(s):  
Work Environment ◽  
Small And Medium Enterprises ◽  
Methodological Approach ◽  
Individual Characteristics ◽  
Small Enterprises ◽  
Structured Interviews ◽  
Depth Analysis ◽  
Holistic Interpretation ◽  
Medium Enterprises ◽  
Negative Factors

BACKGROUND: Presenteeism is generally viewed as a symptom of organizational or individual dysfunction and is rarely considered as a behavioral response to positive triggering factors. Our study examines this issue in small enterprises (SEs), which are an unexplored environment in terms of presenteeism. OBJECTIVE: Through in-depth analysis, this study aims to understand the positive and negative factors that impact presenteeism in the context of small and medium enterprises (SMEs), with a particular focus on SEs. METHODS: We adopt a qualitative methodological approach in which we conducted 17 semi-structured interviews with employees and owner-managers of SEs with between 20 and 49 employees. RESULTS: Our thematic analysis shows that presenteeism can be explained by factors related to pressure to attend work, by individuals’ constraints and commitment, by organizational and individual characteristics and by a congenial work environment. Presenteeism can also be a type of “therapy” which helps individuals to avoid focusing on being sick and enables them to stay active and avoid social isolation. CONCLUSIONS: Our study differs from earlier research by providing a more in-depth analysis of the positive and negative factors that trigger presenteeism. This article will help to expand the current theoretical knowledge about presenteeism and encourage a more holistic interpretation of the phenomenon.

Reviving the consumption of insects in Japan: a promising case of hebo (Vespula spp., wasps) by high school club activities

2020 ◽  
Vol 6 (1) ◽  
pp. 45-50 ◽  
Author(s):  
K. Nonaka ◽  
H. Yanagihara
Keyword(s):  
High School ◽  
Resource Use ◽  
Environmental Sustainability ◽  
Urban Areas ◽  
Local Development ◽  
Participant Observation ◽  
Structured Interviews ◽  
New Development ◽  
School Research ◽  
Recent Initiative

For people who hunt and eat hebo (Vespula spp., wasps) it is more about culture than it is about food production or environmental sustainability in mountainous central Japan. Individuals who currently semi-cultivate hebo do not intend to industrialize hebo semi-cultivation. Semi-cultivation of hebo is a seasonal activity and it is a hobby for them. This paper focuses on the declining number of wasp hunters. The number declined because younger generations did not take up the hobby or moved to urban areas in search of jobs. Hebo hunters thus consisted of seniors only. The number further declined as those who reached old age were no longer able to practice hebo hunting. Very recently, initiated a promising new development at Ena Agricultural High School. The support to the Hebo Club initiative was quickly expanded and now covers the members belonging to the Japan Vespula Association, and academics involved in edible insect research. We present an overview of the efforts of hebo hunters to maintain and promote the use of Vespula spp. as food and we describe the Hebo Club, a promising recent initiative spearheaded by the students of Ena Agricultural High School. The information was collected between fiscal 2015 and 2017 (namely from September 2015 to March 2018) by participant observation and semi-structured interviews with hebo hunters collaborating with the Hebo Club activities. The Hebo Club uses a hands-on approach: students gain knowledge on edible wasps and their semi-cultivation by actively engaging in the semi-cultivation of the wasps. The club thus teaches the students about resource use by engaging in resource use. The students are taught by experienced wasp hunters how to find, collect, house, and raise hebo. The Hebo Club’s colonies are housed in a shed in the school research forest. By cooperating with the members belonging to various Hebo Associations of south-eastern Gifu and northern Aichi, the students experience the variation in employed techniques and equipment, and make observations of hebo biology and ecology in different environments. Other than the hebo season, the club practice develops their idea for local development and applying it to tourism according to the evaluation of their activities. The successful beginning of the Hebo Club, a well-organized cultural initiative spearheaded by youngsters who are backed by seniors, is indicative of how people caring about hebo culture in central mountainous Japan maintains and preserves its culture and identity.

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